Emiratisation
Emiratisation — without the panic.
We help UAE SMEs understand their Emiratisation obligation, build a realistic hiring plan to meet it, and document everything so they’re ready when MOHRE asks.
Most UAE SMEs are behind. You’re not alone.
Emiratisation is one of the most-discussed and least-understood HR topics in the UAE. The rules feel either irrelevant (“we’re too small”) or overwhelming (“where do we even start”). The reality is in between — and the businesses that handle it best treat it as a multi-year hiring strategy, not a deadline-week scramble.
We start by giving you a clear-eyed view of where you actually stand, then a realistic plan to get where you need to be.
Who we work with
- SMEs at the 50-skilled-employee threshold who aren’t sure whether they’re in scope, or what “skilled” means under MOHRE rules.
- Businesses already in scope but behind on their quota, with a deadline approaching.
- Growing companies who will cross the threshold within 12 months and want to plan ahead instead of scramble later.
- Established companies that want their Emiratisation records audit-ready before they’re asked.
Services
- Quota calculation — exact, current-year figure for your size and sector, with the source documented.
- Headcount mapping — your current Emirati headcount in skilled roles, against the target. The gap, in writing.
- Hiring plan — for each role: target profile, salary band benchmarked against the local market, sourcing channels, and a realistic timeline.
- Job description writing — Emiratisation-friendly job descriptions that match the local talent pool rather than copy-pasted global templates.
- Sourcing support — helping you tap into the right channels (Nafis, university partnerships, targeted referral networks).
- Documentation and record keeping — the folder structure and templates MOHRE expects to see when they ask.
- Ongoing review — quarterly check-ins to catch slippage before it becomes a problem.
How we work
01. Diagnose
A focused one-week engagement: quota calculation, headcount mapping, gap analysis, and the deadline. Delivered as a five-page written brief, not a slide deck.
02. Plan
A hiring plan for the gap — roles, salary bands, sourcing channels, and timeline. Reviewed with you, refined, signed off.
03. Execute and document
We support the hiring (using the same process as our Hiring & Recruitment service), and set up the record-keeping structure MOHRE expects. You’re left with both new hires and a clean audit trail.
FAQs
We’re below 50 skilled employees — does this apply to us?
Probably not yet, but it’s worth understanding the rules now. Growth happens fast, and the businesses that get caught out are the ones that crossed the threshold without realising it. A one-hour briefing can save a year of catch-up.
What counts as a “skilled” employee?
MOHRE has a specific definition based on role classification, not job title. The first thing we do in a diagnosis is run your headcount against the actual classification — it’s often different from what businesses assume.
Can you find Emirati candidates for us?
We don’t operate as a recruitment agency, but we know the channels (Nafis being the most important) and we coordinate sourcing through them as part of the hiring plan. We won’t promise to deliver a candidate by a date — we’ll promise a structured, transparent process.
What happens if we miss the deadline?
MOHRE has financial penalties tied to Emiratisation shortfalls. The exact figures change, but they are meaningful and they compound. We help businesses minimise penalty exposure by demonstrating good faith effort — documented job postings, interview records, offer letters — even when the headcount target hasn’t been fully met.
How long does an Emiratisation engagement typically last?
A diagnosis is one week. A full hiring engagement is usually three to six months, depending on the size of the gap.
From our notebook
Have an Emiratisation deadline approaching?
Tell us where you are. We’ll reply within one business day with a clear next step.